Color Developer

What's cool about this job

The Color Developer contributes to REI’s success by supporting the color process and adhering to the timeline for color development for all of Gear & Apparel. Supporting the color strategy for needs of the G&A business, including helping to determine what tools are needed to improve the quality and efficiency of color development. The Color Developer evaluates color for several G&A business units. Models and acts in accordance with REI’s guiding values and mission.

•Follows the established standards, processes and controls to manage color development at REI

•Facilitates lab dip process (requests and comment phases) for all fabrics and mills handled by HQ

•Requests and evaluates lab dip submissions

•Evaluates and comments upon all bulk submissions and alerts greater team if necessary

•Maintains color details and states in Enovia

•Communicates color development status to stakeholders throughout the organization

•Provides color technical support to Gear and Apparel product teams

•Ensures compliance to timelines and alerts team when this is not on track

•Assists to identify and resolve potential color quality issues

•Assists in updating and maintaining the Color Quality Manual and ensures all vendors follow our procedures

•Utilizes software and equipment solutions to increase color development accuracy and efficiency

•Partners with mills to improve color accuracy in development and bulk

•Networks with colorists, color software, standards, equipment, and dye manufacturers to share best practices and stay abreast of latest advancements in color development

Why you'll love it here

We are a team of creative, passionate people who love the outdoors. We bring our love of the outdoors into our daily work to create amazing products and brand experiences exclusively for REI’s customers.

We’re passionate about delivering compelling, meaningful products in the market. Whether it’s heading out for a weekend of backpacking, a long bike ride or just a walk in the rain. We are guided by our values of authenticity, quality, services, respect, integrity and balance. By joining the REI Private Brands team, you have the opportunity to make a difference, be challenged to create excellence and enrich our creative community.

At REI we offer an enviable work environment that Fortune Magazine has recognized on the "100 Best Places to Work" list since the award's inception – 19 years in a row! Sure, we work hard, but it’s balanced with time off to play—a strategy that works for us as we continue to grow and thrive. Want to enjoy a workplace where you can be yourself, be heard and be respected while having a job that challenges you? This is the place.

NEW YORK CORRECTION LAW
ARTICLE 23-A, Section 753
LICENSURE AND EMPLOYMENT OF PERSONS PREVIOUSLY CONVICTED OF ONE OR MORE CRIMINAL OFFENSES

§753. Factors to be considered concerning a previous criminal conviction; presumption.

1. In making a determination pursuant to section seven hundred fifty-two of this chapter, the public agency or private employer shall consider the following factors:

(a) The public policy of this state, as expressed in this act, to encourage the licensure and employment of persons previously convicted of one or more criminal offenses.

(b) The specific duties and responsibilities necessarily related to the license or employment sought or held by the person.

(c) The bearing, if any, the criminal offense or offenses for which the person was previously convicted will have on his fitness or ability to perform one or more such duties or responsibilities.

(d) The time which has elapsed since the occurrence of the criminal offense or offenses.

(e) The age of the person at the time of occurrence of the criminal offense or offenses.

(f) The seriousness of the offense or offenses.

(g) Any information produced by the person, or produced on his behalf, in regard to his rehabilitation and good conduct.

(h) The legitimate interest of the public agency or private employer in protecting property, and the safety and welfare of specific individuals or the general public.

2. In making a determination pursuant to section seven hundred fifty-two of this chapter, the public agency or private employer shall also give consideration to a certificate of relief from disabilities or a certificate of good conduct issued to the applicant, which certificate shall create a presumption of rehabilitation in regard to the offense or offenses specified therein.